The document outlines recommendations to improve an organization's talent acquisition process, including using pre-screening questions for job applications and competency questions for interviews, training managers on how to properly use the questions, and integrating standardized interview sheets and accountability forms. The goals are to identify candidates that are a strong cultural fit and value, decrease employee turnover, and improve hiring precision by better understanding applicants. Managers would be trained to conduct consistent and relevant interviews, and accountability forms would ensure adherence to processes and provide feedback on hiring decisions.

1. Final Recommendations
inContact Talent Acquisition Process Redesign

2. Agenda
1. Talent Acquisition Process Redesign
2. For each of the Three Recommendations:
- Why
- Benefits
3. User Guide
4. Key Takeaways

3. Talent Acquisition Process Redesign
Find job candidates who fulfill the following requirements:
1. Align with inContact’s company culture and goals
2. Bring excellent value to the company
Recommendations Pre-Screening
Questions
Train Managers Document
Integration
Problem Key
Takeaways

4. Recommendations
1. Use pre-screening questions on job applications, and competency
questions within interviews
2. Train managers on how to use pre-screening and interview
questions
3. Integrate the following documents into the talent acquisition
process:
- Standardized company-wide interview sheet
- Accountability Form
Problem Recommendations Pre-Screening
Questions
Train Managers Document
Integration
Key
Takeaways

5. Why Use Pre-Screening and
Interview Questions
1. Analyze candidates for departmental key competencies
2. Decrease attrition
3. Ensure candidates are a behavorial fit for employment positions and
the inContact culture
Problem Recommendations Pre-Screening
Questions
Train Managers Document
Integration
Key
Takeaways

6. Pre-Screening Question Examples
All of the following are on a strongly agree to strongly disagree scale:
1. I made a lasting impact in my last work environment
2. It’s ok to take short cuts if it saves the company time
3. I learn and apply new skills quickly
4. I am comfortable reaching out for help when I need it
5. I adapt to change easily within my work environment
Problem Recommendations Pre-Screening
Questions
Train Managers Document
Integration
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Takeaways

7. Competency Interview Question
Examples
Building Trusting/Collaborative Relationships:
1. What have you done in the past to unite your team towards a common goal
Bias for Action:
2. Describe a time you made a strategic decision with limited information
Innovates to Simplify:
3. Please describe how you were able to simplify a process by bringing the
creative ideas of others to the table
Problem Recommendations Pre-Screening
Questions
Train Managers Document
Integration
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8. Benefits of Pre-Screening and
Interview Questions
1. Decrease Employee Turnover
- Reduce rate of unwanted turnover
2. Improve Hiring Precision
- Understand a candidate even better than is possible
through only a face-to-face interview
3. Reduce Recruiting Time
- Reduce the amount of time it takes to hire a new person
Problem Recommendations Pre-Screening
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Train Managers Document
Integration
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9. Why Train the Managers?
1. Standardize a smooth hiring process
2. Establish and solidify clear company goals and expectations
across the company
3. Help managers understand the importance of consistency and
job relevance when interviewing candidates
Problem Recommendations Pre-Screening
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Train Managers Document
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10. Benefits of Training Managers
1. Increases the overall quality of the recruitment process
2. Helps managers become real experts in discovering the potential in
job candidates
3. Improves their interviewing skills
4. Helps them pick key skills and competencies
Problem Recommendations Train Managers Document
Integration
Pre-Screening
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Key
Takeaways

11. Why Use an Accountability Form?
1. Ensures managers are adhering to the standardized hiring process
2. Increases accountability for the managers responsible for hiring new
employees
3. Provides feedback for interviewers about their hiring decisions
Problem Recommendations Pre-Screening
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12. Benefits of the Accountability Form
1. Provides a record of who interviewed both successful employees,
and those employees who left the company
2. Know where to research to find examples of successful hiring
decisions
3. Use information on the accountability form as a coaching tool
Problem Recommendations Pre-Screening
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Train Managers Document
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13. User Guide
1. Pre-Employment Questions – Intended for company-wide use in all online
applications to screen and choose applicants for interviews
2. Employment Competency Interview Questions – Intended to be used during the
interviews of potential employees to assess the levels in which they possess the
suggested leadership behaviors, as outlined in the leadership assessment
3. Accountability Form – This form is to be filled out by the interviewer. The purpose of
this form is to ensure the interviewer properly follows interview procedures. It also gives
him or her the opportunity to make additional comments about each potential employee
Problem Recommendations Pre-Screening
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14. Key Takeaways
1. Integrate New Questions Library and Accountability Form
- Reason: Identify and hire individuals who possess key
competencies and traits
- Benefit: Decreased attrition and better job-candidate fit
2. Train Managers
- Reason: Establish a unified and efficient talent acquisition
process
- Benefit: A unified workforce with clear expectations
Problem Recommendations Pre-Screening
Questions
Train Managers Document
Integration
Key
Takeaways

15. Questions